Koelliker, FlorianFlorianKoelliker2023-04-132023-04-132021-09-20https://www.alexandria.unisg.ch/handle/20.500.14171/109926In light of the ongoing rapid and significant transformational processes affecting the working world, which meanwhile faces demands and needs of three generations at the same time, this doctoral thesis is dedicated to the increasing competition for suitable employees. The focus is on investment banks that are more and more struggling to attract and retain qualified talents. In this regard, the question of an attractive generation-appropriate organizational and cultural job offer design of investment banks arises in order to meet the demands and needs of the youngest generation entering the job market which is known as Generation Y. Based on a series of qualitative interviews with investment banking employees, various aspects such as their aspirations for a career in investment banking, their perceived work reality, the satisfaction of their needs as well as their suggestions for improvements are examined. Subsequently, a model is developed that maps the mode of actions regarding human resource management at investment banks in order to classify trends and to propose appropriate measures. The results suggest that the work offer at investment banks does not meet the demands and needs of the Generation Y completely due to various reasons. While investment banks can still fill their available seats with suitable candidates at the moment, many graduates consider breaking into investment banking as a further temporary, practice-oriented apprenticeship after completing their studies in order to obtain opportunities for an attractive position outside of this industry in a next step while being able to work on exciting projects with ambitious teammates. As the current intention of employees to remain for a rather short period in the industry is already in stark contrast to the expected loyalty of employers, investment banks could benefit from a generation-appropriate job offer design in order to retain talents over a longer period. In order to enable investment banks to increase their attractiveness as employers for the Generation Y, a combination of organizational and cultural changes is proposed as part of this thesis.deArbeitssoziologieInvestmentbankenGenerationEDIS-5119Investment BankingUnternehmensführungGeneration YGenerationsdoctoral thesis